The crowdsourcing platform’s CEO told CNBC that people without self-awareness are prone to “thinking internally about what they would want and what they think is best when it comes to customers.”
“I try to keep my ego in check. I always make mistakes. I have an amazing team that is very smart and will put me in my place, and I love that,” he added. He told the publication that he works to bully his own conscience whenever he can.
Taylor said she intentionally tailors her job interview questions to focus on traits like self-awareness and ego control. She said she asks about times when the candidate did something wrong or did something that didn’t work out for them. By asking these questions, she learns about the candidate’s ability to take responsibility.
“It’s very noticeable,” Taylor says. “People who aren’t self-aware have a very hard time dealing with this.”
Other hiring managers use similar techniques
The report quotes former Google vice president Claire Hughes Johnson, who asks candidates “how their colleagues would describe them. If they only say good things, I look into what constructive feedback they’ve received.” Last year, in an article for Make It, she said, “Then I ask them, ‘What have you done to improve?’ to check their orientation toward learning and self-improvement, and to see if they’ve taken that feedback seriously.” Hughes Johnson said she listens closely to two words in any interviewee’s answers: Too many “I”s mean a lack of humility, and too many “we”s mean an inability to take credit appropriately.
What the research says
Researcher and author Tasha Eurich discovered in 2018 that the trait of self-awareness can help boost communication, relationships, creativity, and productivity. However, while 95% of people believe they are self-aware, only 10% to 15% actually are, according to research.
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